Evaluate anything you want is a pretty bold statement.  With the wide range of options out there, we find ourselves with many questions.  What or really come first with impossible right, being the main one.  Well, maybe not because there is a technique that may fit the bill.

The Basic Process

The process or technique requires 7 steps.  They’re not flashy or cool, but they get the job done.

First, choose the type of object you wish to evaluate.  It could be anything like an MTB wheel, a hiking boot, or a camera flash.  You choose what suits you at the time.

Second, gather the examples of the object you wish to compare.  It can be a little as 2, or a big a 50.  But, the maximum will normally be less than 10.

Third, create an desirable attribute list for the objects.  Use a minimum of 10, but you’ll likely have more.  You need enough so that you can clearly distinguish one object from another.  So for an employee, I typically have 20 attributes.

Fourth, generate a score or value for all attributes of each object.  Assign a “0” if the object does not have the attribute,  assign a “1” it it has the attribute, and assign a “2” if the object exceeds with the attribute.  Why use a three element system?  Because objects that are weak in one area can compensate with another.  A “3” balances out a “0”, for instance.

Fifth, calculate a total for each object.  This is a simple column add.  You’re going wind up with a set of totals, one for each object.

Sixth, create a fraction with each object total.  Divide the column total by the column maximum.  The number of attributes times 2 is the maximum.  This is the score for each object.

And finally, select the top 2 or 3 to examine or review.  Ultimately, you want the final choice to be yours, not some automated system’s.  The minimum you should accept is 50%, a “1” in every column.  But I would question this.  Are scores of 50% acceptable?

An Example

Ok, so let’s evaluate something in the real-world.

First, we’ll hire a new employee for a role at our company.  The role itself is a Software Developer position and our company makes heart monitor devices.

Second, an advertisement is posted, leading to the accumulation of resumes.  So, we find ourselves in possession of 52 resumes.

Third, we create a list of attributes the candidates need to be successful in this role.  In this case, the attributes are part of the advertisement that was placed in step 2.  But, they need not be.  If I’m evaluating a new saddle for my mountain bike, the attributes would be collected by some other means, perhaps articles in a local online publication.  In any case, we wind up with 22 attributes.

Fourth, we generate a value for each attribute of every employee in the set.  As a result, we finish with a 22 item list for each of 52 employees.

Fifth, add up each 22 item list for each of 52 employees.

Sixth, divide each of your scores by 44 (22 x 2) , which will give you a fraction.  This is the score for the employee.

And finally, select 2 or 3 for interviews.  You should find the ideal candidate within this group.

Conclusion

Evaluate anything you want is a powerful idea.  It provide a simple and systematic way of creating a short lie.  But the final choice is up to you.  Have fun!